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The key is selecting an approach that provides job-relevant and useful information for identifying development needs and measuring progress.

In the May 2026 edition of the Talent Tips column, I introduced the concept of data-driven development, which starts with gathering data. In this column, I explore assessment approaches for gathering the data necessary for supporting data-driven development.

A season of change: fewer openings, steadier footing. Employers are facing a labor market that continues to grow, but at a much slower pace than expected. Payroll gains came in well below forecasts, revisions reduced previously reported job growth, and hiring activity remains uneven across industries. At the same time, labor force participation increased and layoffs remain limited, creating a cautious rather than contracting market.

Your employees aren't resisting change. In fact, they're adapting to it every day.

They're learning new systems, adopting new technologies, adjusting to shifting priorities and finding new ways to work. The pace of workplace change continues to accelerate, and your people are doing their best to keep up. So why does hesitation still show up? Why do promising initiatives struggle to gain traction? Why do employees sometimes appear cautious, even when they're capable of adapting? The answer isn't resistance. It's uncertainty. When employees don't feel confident about what change means for their future, performance can begin to stall, even when adoption moves forward. Because people don't just need help understanding change. They need confidence that they still have a place in it.

August marked a meaningful rebound for the labor market, with hiring activity recovering from the softer pace seen earlier in the summer. The latest data suggests employers are continuing to add talent, reflecting steady business demand and renewed confidence in key areas of the economy.